International Journal of Human Resource Management and Research (IJHRMR) ISSN 2249-6874 Vol. 3, Issue 2, Jun 2013, 83-94 © TJPRC Pvt. Ltd. IMPACT OF PERSONALITY AND ATTITUDE ON PERCEIVED ORGANISATIONAL SUPPORT – A RESEARCH STUDY V. SHEELA MARY 1 & JAYASREE KRISHNAN 2 1 Research Scholar – Research & Development Centre, Bharathiar Univeristy, Coimbatore, Assistant Professor (Grade II) - Dept of MBA, Aarupadai Veedu Institute of Technology, Paiyanoor, TamilNadu, India 2 Prof & Head, Dept of MBA, St. Joseph College of Engineering, Old Mahabalipuram Road, Chennai, TamilNadu, India ABSTRACT Perceived Organizational Support (POS) refers to employees‟ perception concerning the extent to which the organization values their contribution and cares about their well being. POS has been found to have important consequences on employee performance and well-being. Research on perceived organizational support (POS) began with the observation that if managers are concerned with their employees‟ commitment to the organization, employees are focused on the organization‟s commitment to them (Eisenberger, Huntington, Hutchinson, & Sowa, 1986). POS is positively related to a number of outcomes favorable to both the organization. Therefore the level of POS of employees needed to be constantly reviewed to ensure favorable outcomes to the organization which ultimately leads to profitability. The determinants of POS were to be analysed to introduce measures to increase the level of POS. There was also evidence that organizations taking actions to convince employees that the organization valued their contributions and had taken care about their well-being which offers an effective countermeasure against the de-motivating effects of employee cynicism and skepticism. Therefore in order to take such actions the level of POS needed to be studied. Interventions designed to address the antecedents of POS were more likely to be successful in increasing organizational commitment of its members as well as the quality of their work life. Hence the study on POS needed to generate favorable outcomes for both the organization and the employees. The current study helped to find out the important antecedents of POS such as personality and attitude and their contribution to enhance the organisational core competency through POS. The selected hypothesis had been executed on 120 respondents through questionnaire and the results were statistically treated. The statistical conclusions thereof indicated that the selected antecedents – „Personality‟ and „Attitude‟ determined Perceived Organisational Support substantially. KEYWORDS: Perceived Organisational Support, Antecedents of POS, Organisational Support, Organisational Commitment, Personality, Attitude INTRODUCTION Organizational support theory (OST: Eisenberger, Huntington, Hutchinson, & Sowa, 1986; Rhoades & Eisenberger, 2002; Shore & Shore, 1995) holds that in order to meet socio-emotional needs and to assess the benefits of increased work effort, employees form a general perception concerning the extent to which the organization values their contributions and cares about their well-being. Such perceived organizational support (POS) would i ncrease employees‟ felt obligation to help the organization reach its objectives, their affective commitment to the organization, and their expectation that improved performance would be rewarded.